Same comp plan — two ways to work it

× The hard way — go wide

Four jobs, every month.
RecruitOnboardRetainLead
Tops out near break-even.

✓ The EmpowerTeam way — go deep

One job.
Mentor a handful, deep
Let depth do the paying.
Nothing wrong with the plan — only the method.
Same plan — two ways to work it

× The hard way — go wide

Four jobs, every month.
RecruitOnboardRetainLead
Tops out near break-even.

✓ The EmpowerTeam way — go deep

One job.
Mentor a handful, deep
Let depth do the paying.
Nothing wrong with the plan — only the method.
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The Plexus EmpowerTeam · Compensation

Don’t do this

The compensation plan, worked the hard way — recruit wide, sell hard, hope it goes deep. Here’s where that leads. This can severely limit your income potential.

The simple math 100 PV/person weighting 6·5·5·4·3 point value $1.80 (plan floor) your own order ~$130/mo

The best case — you worked hard and got wide

Rank reachedGoldPoints income~$92/moAfter your own product orderroughly break-even
Level Signed up Still ordering Points Payout $/mo
110636$64.80
24210$18.00
3115$9.00
4————
5————
Total15951$91.80
The good outcome
You did the hard part — ten people signed on your first level. But almost no one built a team beneath them, so the depth that pays never formed. The whole build tops out near $92/mo, about break-even against your own ~$130/mo order. And remember: this is the ceiling of doing it the hard way. Most who work the business never reach even the Gold level.

The common case — three months in

Rank reachedSilver (Gold never reached)Points income~$22/moAfter 3 monthsa net loss of about $350
Level Signed up Still ordering Points Payout $/mo
13212$21.60
2————
3————
Total3212$21.60
The usual outcome
Three months in, one of your three sign-ups has stopped ordering and a second level never formed. You kept your own ~$130/mo order the whole time — about $390 out — and earned roughly $40 back. Net: a loss near $350. This is the far more common result, and the numbers don’t lie. Over eight in ten people in network marketing who do it the hard way spend more on their products than they make from the company.

Meanwhile — four jobs, all at once, every month

The chart shows the money. It doesn’t show the work behind it — and when it’s done the hard way, the work is the part that wears people down, because you’re trying to run all four of these at the same time, and none of them ever finishes.

Job 1 Recruit

Keep finding new people every month, hoping to find a great builder while replacing those who leave. It never lets up, because width is the only lever the default method gives you.

Job 2 Onboard

Teach the ones who joined how it all works — how to use the products, figuring out the website, and what to post on social media to promote the company.

Job 3 Retain

Chase the ones drifting toward the exit before they cancel. The bigger the team, the more people leave and the more time and effort this takes.

Job 4 Lead

When you start to build a team, you have to lead them if you want them to stay. But most people don’t know how to lead a business.

Every new person adds to all four at once — so the work keeps growing.

There’s a better way to work the very same plan

Nothing above is a comp-plan problem — it’s a method problem. The EmpowerTeam keeps the plan and changes the method: mentor a handful of people deep instead of chasing a crowd wide, lead with the Total Success Program instead of a product pitch, and let depth — not endless recruiting — do the paying.

See the same plan, done right

Switch to The Powers and Start with 7 above — the identical math, worked for depth instead of width.

Lead with mentoring

The Total Success Program replaces the product pitch as your way in — help first, and the business follows.

Choose the right few

The Perfect 21 is how you pick people who actually build — so your first level doesn’t quietly melt away.